Equity Sensitivity as moderator Between Psychological Contract Violations and Employee Working Behaviors

• Main Authors: Ou Yung Hsuan, 歐詠瑄
• Other Authors: Fu, C.J.
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/99020918017466570652

碩士 === 開南大學 === 企業與創業管理學系 === 99 === The study is aimed to figure out the breach of the psychological contract between employee behavior and equity sensitivity as a moderator variable research. The aim is to explore the relationship between in the content of the psychological contract, breach of the psychological contract between employee behavior and fair sensitivity of related research; furthermore it is hoped to explore the transactional and relational contract breach behavior of employees - leave, ignore, complaints, and the attitude of loyalty, and fair correlation between the level of sensitivity and mutual influence. The total amount of questionnaire were 300 and were delivered to Taoyuan area of education divisions in a university student Repository to collect primary research resource, but only 222 were returned, and excluding 28 invalid questionnaires. Applying SPSS statistical software for analysis and computation, including descriptive statistics, factor analysis, correlation analysis, linear regression, Cronbach's α reliability analysis and independent sample T test. The main contribution of this study is that transactional and relational contract employees for the difference between contract and fairness of the sensitivity of impact, and providing business improvement methods. In addition, the study contract and transactional psychological contract as a Relational Contract violation of one of the variables is less previous studies made in the past, it provided the direction of academia. Overall, it is found that perceived psychological contract violation would get result in a strong staff turnover, and neglected complaints and loyalty behavioral tendencies, and equity sensitivity would also affect the level of employee behavior, including high sensitivity of staff would be perceived a strong fair trade and relational psychological contract breach. On the other hand, equity sensitivity in the psychological contract between employee behavior and a violation of interference effect should be noticed. As for the sample size from various enterprises, it can be considered the follow-up study to a single enterprise as the research sample. Thus, the study is cross-sectional survey research design, and it recommended that future longitudinal section of the psychological contract research to give way to explore the surface and the further the dynamic change.